In this article she lays out “nine intangible elements of work that employees rank much higher than salary or perks on engagement surveys”. Surveys suggest that engaged employees are 100-120% more productive than non-engaged.

Here are nine key drivers of engagement as identified by The Bailey Group.

1. Trust in leadership. Leaders demonstrate behaviors or traits that positively impact engagement, such as authenticity, communication, presence and honesty.

2. Manager-employee relationship. Managers relate to employees in a positive and open manner and take an active interest in getting to know their employees.

3. Co-worker relationships. Employees trust and feel connected to co-workers, team members and others that they collaborate with on a daily basis.

4. Job satisfaction or enjoyment. Employees are satisfied with and really enjoy the responsibilities they have.

5. Connection to vision or clarity of purpose. Employees fully understand their roles within the organization, believe their work is important and connect it to the organization’s purpose and strategy.

6. Pride in organization. Employees are proud of the organization they work for, recommend it to others and plan to stay.

7. Development opportunities. Employees recognize opportunities to learn and grow within the organization, and their development is supported by company leadership.

8. Utilization of strengths. Employees feel encouraged to explore and use their unique talents and strengths at work.

9. Discretionary effort. Employees are willing to put in extra effort to accomplish a task and be more successful in their jobs

To summarize Taylor suggests: “People who are highly engaged will work harder even through tough times — as long as they feel like it’s worth it. To keep top performers from taking flight — and elevate less engaged people to that 100 percent range — don’t focus on carrots and sticks; instead, consider the drivers of engagement and focus on a plan for strengthening or developing your employees in the coming year.”